"We have a three-tiered process of training. First, new hires go through our
assistant program. Assistants are learning as they work in addition to one day
a week devoted to theory and then one-on-one work on models," says Jenny
Grisham, owner of Americana in Alpine, Texas. "After completing training,
which has been customized to meet the individual needs of the staff member
and upon completing their first year at Americana, our team members qualify
for off-site training. This spring, three team members are headed to Austin to
attend color classes at the Aveda Institute. All of their travel expenses are paid
and they get to return a month later for advanced training.
"The third and ongoing aspect of Americana's training involves monthly
workshops conducted in the salon. Here we work on fine-tuning skills as well as
experimenting with new techniques. It is a flexible system where everyone has
a say in what we work on. We provide every possible opportunity for learning
and we continue developing our knowledge and skills indefinitely."
Kim Marshall
"We invite an educator into the salon to give a class on the line or technique. We generally
try to include other salons and their staffs to join us," says Kim Marshall, owner
of Marshall & Company Hair Design Studio in Jefferson City, Missouri. "We have open
communication with other local salons to do trainings in a collaborative way. Being in
central Missouri, it can be a challenge to get the education in the salon. So by including
as many stylists/designers as we can, it makes it more worthwhile to the educators
representing the manufacturers.
"We are also blessed to have a stylist who is a Master Educator for Matrix, Ruth
Markway. She is excellent in passing along her knowledge after she has been to an educational
event. We also attend area hair shows to learn new lines and techniques. My
staff is also very proactive in seeking information on the internet by visiting YouTube,
manufacturer websites or participating in webinars. My goal this year is to take better
advantage of rewards point programs to help offset the cost to attend academies. As a
salon owner who still works behind the chair at least three days a week, it can be a bit
daunting to keep up with it all, but education and learning has always been a shared
value of mine and my staff."
Coral Pleas
"We believe education is a painstaking process-
it has to be consistent and it cannot be hurried or
rushed through," says Coral Pleas, owner of Cutting
Loose Salon in Sarasota, Florida. "Our salon has a
two-week orientation program for new associates
that includes a series of informative DVDs that cover
a wide range of coloring techniques. At the end of
the series, all associates must pass a written test.
Next is the hands-on training phase when associates
are allowed to work on single-process touch-ups,
pull throughs and various highlighting techniques-
all on a mannequin. If they do well, they move on to
applying color for our designers and senior stylists.
Every Monday, new associates continue their education
with eight hours of hands-on work on models.
"Continuing education should be a priority for
all stylists, no matter how many years they've been
working behind the chair. We offer the Paul Mitchell
color series that can be intermixed in literally hundreds
of different ways. Each year, we schedule two
full days with a Master Educator from Paul Mitchell
to focus on collection color techniques, and we have
a model call so we can re-create all the new techniques
we learn. Hands-on learning is best, especially
when you do it often and in a way that makes it
fun for everyone involved."
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